1. Explain why organizations exist and the purposes they serve2.Describe the relationship between organizational theory and organizational design and change, and differentiate between organizational structure and culture3.Understand how managers can utilize organizational theory to design and change their organizations to increase organizational effectiveness4.Identify how managers assess and measure organizational effectiveness. قياس و من ثم تقييم الاداء التنظيمي5.Appreciate the way contingency factors influence the design of organizations.----------------------------------------------------------------------------------------------------------------------------------------------------Topics:1- Help organizations in crafting their desired culture.(drive the Cultural Transformation to enable the achievement of your business strategies) 2- Help organizations in design their adequate structure. Organization Development andEffectivenessToday, teams and organizations face rapid change like never before. Globalization has increased the markets and opportunities for more growth and revenue. However, increasingly diverse markets have a wide variety of needs and expectations that must be understood if they are to become strong customers and collaborators. Concurrently, scrutiny of stakeholders has increased as some executives have been convicted of illegal actions in their companies, and the compensation of executives seems to be increasing while wages of others seems to be decreasing or leveling off. Thus, the ability to manage change, while continuing to meet the needs of stakeholders, is a very important skill required by today's leaders and managers. Why Do Organizations Exist ?1 - To increase specialization and the division of labor. 2 - To use large-scale technology a - Economies of scale : cost savings that result when goods and services are produced in large volume. b - Economies of scope : cost savings that result when an organization is able to use underutilized resources more effectively. 3 - To manage the external environment 4 - To economize on transaction costs
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Transaction costs : the costs associated with negotiating, monitoring, and governing exchanges between people .
5 - To exert power and control . This figure explain why organization exist :-
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(1-2) What is Organization Development ?There are many definition described in the class :OD :- The way org. use IT & Technology & Human resources to transform input into output .OD :- The process of moving from actual state to future state . OD :- Methodology or technique used to effect desired change in an org. or section of an org. with a view of improving the org. ,- Effectiveness : at the management level . - Efficiency : the most efficient way we do business ( at the operation level ) . In general , Organization Development (OD) : is a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity . Richard Beckhard + OD class, defines Organization Development (OD) as
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" an effort, planned, organization-wide, futuristic, strategic, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge." In essence, OD is a planned system of change.
(1-3) When and why should an Organization use OD ?The field of OD is extremely broad—one of the problems in communicating clearly what the field entails. OD is not a technique or a group of tools, though some OD professionals practice as if it were. Rather, OD can be applied any time an organization wants to make planned improvements using the OD values. OD might be used in any of the following situations : ■ To develop or enhance the organization’s mission statement (statement of purpose) or vision statement for what it wants to be . ■ To help align functional structures in an organization so they are working together for a common purpose . ■ To create a strategic plan for how the organization is going to make decisions about its future and achieving that future. ■ To manage conflict that exists among individuals, groups, functions, sites, and so on, when such conflicts disrupt the ability of the organization to function in a healthy way . ■ To put in place processes that will help improve the ongoing operations of the organization on a continuous basis . ■ To create a collaborative environment that helps the organization be more effective and efficient . ■ To create reward systems that are compatible with the goals of the organization ■ To assist in the development of policies and procedures that will improve the ongoing operation of the organization. ■ To assess the working environment, to identify strengths onwhich to build and areas in which change and improvement are needed ■ To provide help and support for employees, especially those in senior positions, who need an opportunity to be coached in how to do their jobs better ■ To assist in creating systems for providing feedback on individual performance and, on occasion, conducting studies to give individuals feedback and coaching to help them in their individual development.
Why do we have to Develop Organization ?1 - Human resources may be a large fraction of our costs of doing business. They certainly can make the difference between organizational success and failure. We better known how to manage them. 2 - Changing nature of the workplace. Our workers today want feedback on their performance, a sense of accomplishment, feelings of value and worth, and commitment to social responsibility. They need to be more efficient, to improve their time management. And, of course, if we are to continue doing more work with less people, we need to make our processes more efficient. 3 - Global markets. Our environments are changing, and our organizations must also change to survive and prosper. We need to be more responsible and develop closer partnerships with our customers. We must change to survive, and we argue that we should attack the problems, not the symptoms, in a systematic, planned, humane manner. 4 - Accelerated rate of change. Taking an open-systems approach, we can easily identify the competitions on an international scale for people, capital, physical resources, and information.
Characteristics of OD and its Importance :1 - Planned : OD takes a long-range approach to improving organizational performance and efficiency. It avoids the (usual) "quick-fix". 2 - Organization-wide : OD focuses on the total system. 3 - Managed from the top : To be effective, OD must have the support of top-management.They have to model it, not just espouse it. The OD process also needs the buy-in and ownership of workers throughout the organization. 4 - Increase organization effectiveness and health : OD is tied to the bottom-line. Its goal is to improve the organization, to make it more efficient and more competitive by aligning the organization's systems with its people. 5 - Planned interventions : After proper preparation, OD uses activities called interventions to make system-wide, permanent changes in the organization. 6 - Using behavioral-science knowledge : OD is a discipline that combines research and experience to understanding people, business systems, and their interactions. (1-4) What is an Organizational Development process ?OD Process is based on the action research model which begins with an identified problem or need for change. The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained.
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1 - Entry : The first phase is when the OD professional (“consultant”),having done the requisite marketing, and a person representing the client organization (or part of an organization) (“client”) meet to decide whether they will work together, assess the readiness of the organization to change, and agree on the conditions under which they will work together. 2 - Start-up : The next phase occurs after an agreement has been reached to work together, and a basic infrastructure (such as a client team with whom the consultant will work) is put in place. 3 - Assessment and Feedback : This phase is sometimes called analysis or diagnosis; in this phase, the consultant and client, together, determine the organizational culture, including its strengths and weaknesses, and give this information to the organizational members. The assessment can also focus on a specific area of interest to the organization that might, because of its lack of depth, require much less commitment of time and resources. 4 - Action Plan : Based on what was determined in the previous step, plans are mutually developed as to how the organization wishes to move forward, in terms of both goals and objectives and how these will be accomplished. 5 - Implementation : In this phase, the plans that were made in the previous step are implemented; this is called an intervention. 6 - Evaluation : This phase answers the question, “How well did our intervention accomplish the objectives that were planned?” . 7 - Adoption : If the evaluation indicates that the objectives of the intervention were accomplished, then the change that was implemented becomes institutionalized; that is, it becomes a part of the way in which business is done in the organization. If the evaluation indicates that desired objectives were not met, then this phase is skipped. In both cases, the process begins all over again. 8 - Separation : At some point, the consultant will withdraw from the intervention process, having transferred his or her skills to the client organization (again, whether the OD professional is internal or external). This may occur because additional change is no longer a priority to the client organization, or that it is not ready for the next stage of change. It may be because OD skills are needed that the current OD consultant does not possess. It may be that the consultant has been co-opted by the organizational culture and is no longer able to maintain objectivity. For whatever reason, separation should occur intentionally and not by just letting it happen.OD Players : ( Discussed in the class )1 - Initiator :
This Figure illustrates the Organizational Change and Development life Cycle :
(1-5) EffectivenessEffectiveness as producing the right things or getting the right things done ; formulate strategies that enable the org meet it mission and goals by taking advantage of the opportunitiespresented in highly uncertain and rapidly changing environments while also managing the risks.Organizational Effectiveness : is about doing everything you know to do and doing it well. The universals of management planning, organizing, leading, direction, and controlling. Six dimensions to improve Organization Effectiveness :1 - Direction : We help people align their actions with the direction of the organization. 2 - Leadership : We develop leadership skills and build the confidence needed to apply those skills. 3 - Interaction : We enhance the capacity of people to collaborate and work as teams. 4 - Communication : We work to improve communication effectiveness. 5 - Environment : We guide organizations to create an environment in which people work to their best abilities. 6 - Adaptability : We increase people's ability to drive positive change.
Learning Objectives:
1. Explain why organizations exist and the purposes they serve2.Describe the relationship between organizational theory and organizational design and change, and differentiate between organizational structure and culture3.Understand how managers can utilize organizational theory to design and change their organizations to increase organizational effectiveness4.Identify how managers assess and measure organizational effectiveness. قياس و من ثم تقييم الاداء التنظيمي5.Appreciate the way contingency factors influence the design of organizations.----------------------------------------------------------------------------------------------------------------------------------------------------Topics:1- Help organizations in crafting their desired culture.(drive the Cultural Transformation to enable the achievement of your business strategies) 2- Help organizations in design their adequate structure.Organization Development and Effectiveness Today, teams and organizations face rapid change like never before. Globalization has increased the markets and opportunities for more growth and revenue. However, increasingly diverse markets have a wide variety of needs and expectations that must be understood if they are to become strong customers and collaborators. Concurrently, scrutiny of stakeholders has increased as some executives have been convicted of illegal actions in their companies, and the compensation of executives seems to be increasing while wages of others seems to be decreasing or leveling off. Thus, the ability to manage change, while continuing to meet the needs of stakeholders, is a very important skill required by today's leaders and managers.
Why Do Organizations Exist ? 1 - To increase specialization and the division of labor. 2 - To use large-scale technology a - Economies of scale : cost savings that result when goods and services are produced in large volume. b - Economies of scope : cost savings that result when an organization is able to use underutilized resources more effectively. 3 - To manage the external environment 4 - To economize on transaction costs
=
- Transaction costs : the costs associated with negotiating, monitoring, and governing exchanges between people .
5 - To exert power and control . This figure explain why organization exist :-(1-2) What is Organization Development ? There are many definition described in the class : OD :- The way org. use IT & Technology & Human resources to transform input into output . OD :- The process of moving from actual state to future state . OD :- Methodology or technique used to effect desired change in an org. or section of an org. with a view of improving the org. , - Effectiveness : at the management level . - Efficiency : the most efficient way we do business ( at the operation level ) . In general , Organization Development (OD) : is a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity .
Richard Beckhard + OD class, defines Organization Development (OD) as
(1-3) When and why should an Organization use OD ? The field of OD is extremely broad—one of the problems in communicating clearly what the field entails. OD is not a technique or a group of tools, though some OD professionals practice as if it were. Rather, OD can be applied any time an organization wants to make planned improvements using the OD values. OD might be used in any of the following situations : ■ To develop or enhance the organization’s mission statement (statement of purpose) or vision statement for what it wants to be . ■ To help align functional structures in an organization so they are working together for a common purpose . ■ To create a strategic plan for how the organization is going to make decisions about its future and achieving that future. ■ To manage conflict that exists among individuals, groups, functions, sites, and so on, when such conflicts disrupt the ability of the organization to function in a healthy way . ■ To put in place processes that will help improve the ongoing operations of the organization on a continuous basis . ■ To create a collaborative environment that helps the organization be more effective and efficient . ■ To create reward systems that are compatible with the goals of the organization ■ To assist in the development of policies and procedures that will improve the ongoing operation of the organization. ■ To assess the working environment, to identify strengths onwhich to build and areas in which change and improvement are needed ■ To provide help and support for employees, especially those in senior positions, who need an opportunity to be coached in how to do their jobs better ■ To assist in creating systems for providing feedback on individual performance and, on occasion, conducting studies to give individuals feedback and coaching to help them in their individual development.
Why do we have to Develop Organization ? 1 - Human resources may be a large fraction of our costs of doing business. They certainly can make the difference between organizational success and failure. We better known how to manage them. 2 - Changing nature of the workplace. Our workers today want feedback on their performance, a sense of accomplishment, feelings of value and worth, and commitment to social responsibility. They need to be more efficient, to improve their time management. And, of course, if we are to continue doing more work with less people, we need to make our processes more efficient. 3 - Global markets. Our environments are changing, and our organizations must also change to survive and prosper. We need to be more responsible and develop closer partnerships with our customers. We must change to survive, and we argue that we should attack the problems, not the symptoms, in a systematic, planned, humane manner. 4 - Accelerated rate of change. Taking an open-systems approach, we can easily identify the competitions on an international scale for people, capital, physical resources, and information.
Characteristics of OD and its Importance : 1 - Planned : OD takes a long-range approach to improving organizational performance and efficiency. It avoids the (usual) "quick-fix". 2 - Organization-wide : OD focuses on the total system. 3 - Managed from the top : To be effective, OD must have the support of top-management.They have to model it, not just espouse it. The OD process also needs the buy-in and ownership of workers throughout the organization. 4 - Increase organization effectiveness and health : OD is tied to the bottom-line. Its goal is to improve the organization, to make it more efficient and more competitive by aligning the organization's systems with its people. 5 - Planned interventions : After proper preparation, OD uses activities called interventions to make system-wide, permanent changes in the organization. 6 - Using behavioral-science knowledge : OD is a discipline that combines research and experience to understanding people, business systems, and their interactions.
(1-4) What is an Organizational Development process ? OD Process is based on the action research model which begins with an identified problem or need for change. The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained.
1 - Entry : The first phase is when the OD professional (“consultant”),having done the requisite marketing, and a person representing the client organization (or part of an organization) (“client”) meet to decide whether they will work together, assess the readiness of the organization to change, and agree on the conditions under which they will work together. 2 - Start-up : The next phase occurs after an agreement has been reached to work together, and a basic infrastructure (such as a client team with whom the consultant will work) is put in place. 3 - Assessment and Feedback : This phase is sometimes called analysis or diagnosis; in this phase, the consultant and client, together, determine the organizational culture, including its strengths and weaknesses, and give this information to the organizational members. The assessment can also focus on a specific area of interest to the organization that might, because of its lack of depth, require much less commitment of time and resources. 4 - Action Plan : Based on what was determined in the previous step, plans are mutually developed as to how the organization wishes to move forward, in terms of both goals and objectives and how these will be accomplished. 5 - Implementation : In this phase, the plans that were made in the previous step are implemented; this is called an intervention. 6 - Evaluation : This phase answers the question, “How well did our intervention accomplish the objectives that were planned?” . 7 - Adoption : If the evaluation indicates that the objectives of the intervention were accomplished, then the change that was implemented becomes institutionalized; that is, it becomes a part of the way in which business is done in the organization. If the evaluation indicates that desired objectives were not met, then this phase is skipped. In both cases, the process begins all over again. 8 - Separation : At some point, the consultant will withdraw from the intervention process, having transferred his or her skills to the client organization (again, whether the OD professional is internal or external). This may occur because additional change is no longer a priority to the client organization, or that it is not ready for the next stage of change. It may be because OD skills are needed that the current OD consultant does not possess. It may be that the consultant has been co-opted by the organizational culture and is no longer able to maintain objectivity. For whatever reason, separation should occur intentionally and not by just letting it happen. OD Players : ( Discussed in the class ) 1 - Initiator :
- First Mover
* New Ideas * Discover Opportunities 2 - Mgmt Support. 3 - Implementer, Doers, testing 4 - Evaluation 5 - Adoption, Institutionalization.This Figure illustrates the Organizational Change and Development life Cycle :
(1-5) Effectiveness Effectiveness as producing the right things or getting the right things done ; formulate strategies that enable the org meet it mission and goals by taking advantage of the opportunitiespresented in highly uncertain and rapidly changing environments while also managing the risks. Organizational Effectiveness : is about doing everything you know to do and doing it well. The universals of management planning, organizing, leading, direction, and controlling.
Six dimensions to improve Organization Effectiveness : 1 - Direction : We help people align their actions with the direction of the organization. 2 - Leadership : We develop leadership skills and build the confidence needed to apply those skills. 3 - Interaction : We enhance the capacity of people to collaborate and work as teams. 4 - Communication : We work to improve communication effectiveness. 5 - Environment : We guide organizations to create an environment in which people work to their best abilities. 6 - Adaptability : We increase people's ability to drive positive change.